For a global design and engineering consultancy, recruitment plays an important role in supporting growth, delivering complex projects, and building the capabilities needed for the future. But managing hiring across multiple regions can create challenges when processes, systems, and recruitment capabilities are not connected.
The client’s recruitment model had become increasingly fragmented, with inconsistent processes, uneven candidate experiences, and a high reliance on external agencies. Hiring was often reactive, making it difficult to plan ahead, move quickly on critical roles, or maintain consistent performance across regions.
The organization wanted to create a more coordinated recruitment model that could scale across geographies while reflecting its purpose-led culture and local business needs. It also sought to improve efficiency, strengthen diversity outcomes, and bring greater visibility to workforce planning.
Wilson initially partnered with the client to support experienced hiring in the UK. As the partnership developed, the scope expanded into India and Africa, followed by Europe, Australasia, and the Americas. Early careers hiring was added to the UK scope in 2024.
The client needed more than additional recruitment capacity. It needed a partner that could bring together global coordination, recruitment expertise, data, and human support to make talent acquisition work better across regions.
Wilson partnered with the client to develop a data-driven, human-centered talent acquisition approach spanning recruitment delivery, sourcing, candidate experience, and early careers hiring.
Wilson embedded cross-functional delivery teams across the client's regions, aligning with local business structures while maintaining global standards.
Together, Wilson and the client developed a unified hiring framework supported by centralized dashboards, toolkits, and KPIs. Global coordination hubs, standardized intake processes, and SLAs helped improve visibility, strength recruitment delivery, and support more consistent performance across markets.
In the UK, Wilson formalized intake processes, strengthened stakeholder engagement, and introduced candidate insight reporting for experienced hiring.
The sourcing model was also adapted to meet the needs of different markets and hiring challenges.
In Australasia, dedicated sourcers focused on hard-to-fill technical roles. In Europe, a sourcing support request system was introduced to streamline requisition intake and resource deployment.
Tools including HireEZ and Wilson Analytics supported sourcing activity and helped teams bring greater structure and insight to recruitment across regions.
Improving recruitment performance also meant making the hiring journey more accessible and consistent for candidates.
Wilson and the client developed hiring training covering bias mitigation, accessible interviewing, and equitable candidate evaluation. Job advertisements were reviewed using inclusive language software, and the client’s Disability Forum helped inform global guidance on reasonable adjustments and accessible communications. Video assessments were also introduced as part of the early careers process.
Together, these changes helped the client strengthen candidate support while building a more consistent approach to inclusive hiring across regions.